This paper discusses about the role of Human Resource Management in certain significant areas. It includes the possible areas that are EEO and Affirmative action, HR management planning, recruitment, and selection, HR development, compensation and benefit safety and health as well as employee and labour relations. It describes the issues in all areas and the demonstration of the areas by HR management. It also details the specific current applications in the areas that are made the HR management. It examines the potential impact of the employees in HR management. It proposes the optimization of the HR role in shaping the organizational and the behaviour of the employees. It concludes with these details by providing the application and benefits of the HR role in shaping the environment of the organization.
Role of Human Resource Management
Human Resource Management is the main function in enhancing the organization. It focuses the functions of the people who are working in an organization. HR management provides the perfect guidelines to the employees in order to improve the organizational infrastructure. It also deals the issues of the people including the compensation, hiring and the performance of the employees. HRM is the strategic approach and the comprehensive approach of the employees. It contributed in structuring the organizational goals and objectives as well as direction of the organization.
Equal Employment opportunity and affirmative action
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EEO is the term that refers in ensuring the employee practises on the basis of race, sex, and religion, national origin, color and so on. It is legally mandated for the all federal contractors. The affirmative action is the term that aspects the federal government efforts in order to ensure the equal employment opportunity. The purpose the affirmative action is to promoting the fairness and the address the effort of the past discrimination of the employees. HR management is the guardian of the equal employee opportunity to provide the better position for the EEO and the affirmative action.
HR management provides the major tools for the EEO and the affirmative action. The training section is for providing the ethnic information and the gender information to the EEO officer. HR role is in disseminating informations on the opportunities and assuring the informations to all employees. It provides the information to the EEO in regarding the upward mobility. Affirmative action is a set of specific result oriented programs and the activities to employees in the organization. The HR management plays the vital role in the case of the affirmative action. HR management provides the laws and the policies for the establishment of the organization.
Equal employee opportunity and the affirmative action provide the upcoming applications to the organizational employees. It provides the anti- discrimination laws, health authorities, and structured approaches for the HR employees. These factors are also introducing the part time work for the organizational employees in order to decrease the workload for them.
HR planning, recruitment and selection
The HR is the systematic approach for ensuring the right people will be given at the right time. It is process of determining the requirements of the organization as well as the HR manager. HR planning is the one that is used to ensure the details of the employee recruitment in an organization. It also assesses the future supplies and the demands of the HR management.
HR planning reduces the negative patterns and the disturbances in the organization. The process of the HR planning is to assessing the human resources, analyzing the corporate plans forecasting the staffing level and determining the availability of the HR. It is to forecasting the personnel needs by providing the project sales and revenues, planning the volume of the production, estimating the staff to achieving the demands of the organization.
The employee recruitment is the process of attracting the eligible candidates in an organization. The HR recruitment is generating a pool of sustainable candidates for the available jobs. The HR recruitment is needs for the certain development in an organization. The requirements of the organizations are attracting the suitable candidates to apply for the job, discouraging the unsuitable one in the organization, and providing the job information, and examine the projects organization image to the workers. The HR recruitment is having the certain advantages in the case hiring the employees in an organization.
Always on Time
Marked to Standard
It provides the better selection of the employees by identifying their strength and weakness, morale of the employees can be increased, cost will be effective. The future applications are E-Recruitment, online applications are also included by the HR recruitment.
HR selection is a process choosing the candidates who are mostly to meet the criteria of the job in an organization. The initial screening interview of the selection makes the effective selection decision for the organization. The selection can determine the match between the requirements of the organization and for the qualified individuals. It the selection decision outcome success means correct and unsuccessful means error.
The selection of the organization is the significant one for the organization and because the evaluation, hiring, and the place job is the main interest in an organization. The selection can provide the better performance to the employees from the beginning in an organization and the hiring cost in very high for the quality of the organization. The litigation is avoided in the case of selection by asking the gaps about employment, by saving the records of the organization, by rejecting the applicants in the organization, and balancing the privacy rights in the company. The application forms of the selection process are clinical method and the weighted method.
Human Resources Development
Human Resource Management is the frame work for the expansion of the human capital within the organization through the improvement both individual and the group to achieve the performance of the organization. HR development is the one that provide the effectiveness of the improvement in the organization for both individual and the group employees. The career development of the employees in the case organization is very efficient by HR development. HR developments also ensure the key competencies that enable the individuals and groups to perform better current as well future jobs in the organization. HR manager provide the timeline for the organizational enhancement. The match between the individual and the group requirements can be ensured by HRD. The field study is not associated for the HRD but the HRD is professional in an organization. The main documents and other properties of the organization are administrated by the HRD. The HRD contribution in the case of organization is the vital one.
Responding to multiple Stake holders
This is the future applications of the Human Resource Management. The HRD is the main member in the Human Resource management. In future the multiple stake holders will be involved in the HR management for developing their organizations. So HRD is needed to giving the response to the multiple stack holders. HR department will be survived for the institutions including primary, secondary education institutions, knowledge deliver system as well the inside outside corporations.
Orienting toward the future
The HR department research and the theories will keep the future environment of the organization. The HR management will deliver the long term outcome benefits for the organization. HR management is providing the learning objectives and the new business strategies for the future organizations. The strategies will be effective for the organizations for ensuring their challenges and the challenges can be avoided globally.
Compensations and the benefits of HR management
The compensations and the benefits of the HR management focus the policy making in an organization. The employee compensation and the benefits are classified into four categories. The categories are guaranteed pay, variable pay, benefits, and the equity based compensation. The guaranteed pay is most common form of basic salary and it refers the employer pays cashes to an employee that based upon the relationship between the employer and the employees. The variable pay is most common form of sales incentives of the organization and it refers the employer pays cashes to an employee, which is contingent on performance achieved.
The third one is benefits and it includes the program of an employer that can be utilized for the compensation of the employees including medical insurance, company car and etc. the final one is the equity base compensation. This is the plan using the employerâ€™s share as compensation and the stock option is the example for the equity based compensation.
Effective expatriate cost management strategies
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The expensive of the expatriate compensation packages are traditional with HR contribution. The contributors are considering the high cost including the assignment allowances, property and relocation costs. These assignments are used to maximize the ROI of the organization. The relocation assignments are the challenges for the company in ensuring the organization when focusing on food delivery within expatriateâ€™s package. The customized relocation can be flexible and the cost is effective.
The encouraging managers should understand the motivational factors so they can engage the employee in the organizations. The managers and the employees have the time to contribute the overall success of the organization and the aligning the goal with the organizational goals. Employees can have the sense of purpose in order to improve the organizational structures. Setting the goal is the common foundation for the performance engagement of the organization. The employeeâ€™s motivation should be involved in shaping the organization. Once the employees are motivated ,then they can concentrate with the works, they can develop their talent in particular products or the services.
Getting a pay rise in HR
When the organization is having the complex process , there are number of variables at play. The employer needs to navigate carefully in improving the organizational processes. The organization should plan to ask for the pay rise around the time of an annual pay review. This can be done by HR compensations and the benefits that are used for the organization.
Health and safety of HR management
The occupational health and safety was created by HR management in the departmental the labor. The basic purpose of the safety and health is to enforce the safety and health standards. The health and safety priorities are classified into four types. The first priority is situations with imminent danger and accidents that have already occurred, the second priority is the catastrophes and fatalities and accidents that have already occurred, and the third priority is validation of the employee complaints of alleged violation of the standards the fourth priority is the periodic special emphasis engagements, and the fifth priority is the random inspections.
Health at the individual employee level that is not the absence of the illness and positive health and the optimal functioning are also included with this. IT also includes the Human Resources factors such as turnover rates, the number of grievances and the overall morale of employees of the organization. The internal factor of the health and the safety includes job stress, safety, diversity and discrimination, violence and the incivility. The organizational health and the safety interventions are classified into two groups.
They are initiatives that reduce and prevent injury from affecting places. Then the initiatives can help to rehabilitate individuals who had already experienced the injury. The job stress is the internal factor that includes too much work load and not having the resources in completing the work required. The job stresses are emerged when the conflict between the work and family roles, in the case of technological advances that may blur work and non work roles. The number of deaths in the retail and the transportation industries are associated with the expansion of the service producing businesses. The modern technology can lead to safety issues through the new machinery parts, and the extensive computer usage.
Human Resource Managment provides the safety requirements for the employees in an organization. The safety climate is the one of the requirements of HR management to the employees and it refers to the shared perceptions of an organizations policies, practises, training and the procedures with respect to the priority placed that place on safety. Work design is the other improvement factor in an organization. It is used to create the barrier between the employees and the hazards. The preventive interventions are used to eliminate the source of strain and the risk for the organizational employees. The secondary intervention is the factor of HR management that can be used for managing the causes against the stress, strain and injury.
Employee and labour relation in HR management
The relationship between the employee and the labour in HR management for providing the better performance, raising the value of the organization and for the p[making the effectiveness of the organization. The goal of the relationship is to providing the professional and the timely services to the organization. The employee and the labor relation includes in an organization interpreting and ensuring compliances with the provisions of the collective bargaining agreements, providing the counsel and active regarding the performance management discipline, negotiating bargaining unit agreements in the organization, handling the employee complaints and responding to employee clarifications.
The employee team relation includes the Human Resources Generalists as well as the director of the Employee and labor relations work with departments and the managers to make effective performance. The team provide the problem solving and the meditation support to the organizational development. The employee relation team available for assisting the staff in the case of dealing the broad range of the issues and the issues ranging from communication to the work expectation and also can assist the life concerns relationship with staff and supervisors.
It also provides the better direction to the organizational management. The employee and the labor relation are responsible for negotiating and administering the collective bargaining agreements in an organization. The relationship between the employee and the labor is used to balancing the right and the responsibilities of the organization. It is also responsible for the security, clerical, graduate assistants, and policy administration and the dispute procedures as well as the unemployment benefits.
The role of the HR management and the positive outcome of the HR management were discussed. The equal employment and the affirmative concepts were detailed. The HR planning, recruitment and the selection process were detailed. The Human Resource development and the Health and safety of HR were examined. The details of the relationship between the employee and the labor were concluded.